Understanding the Employment Relationship - Coursework Example

INDUSTRIAL RELATIONS Student name: Institutional name: Date of submission: INDUSTRIAL RELATIONS Introduction In the carrying out of the operations of the company, there are several conflicts that are eminent in the various departments. These can be attributed to the lack of a common and similar focal point or basis of the undertaking of the operations. Through this, the conflict of interest between the management and the employees has constituted the existence of conflicts in the industrial relations between them. This is a field of study that is concerned with the enhancement of the employment and employee relations. The undertaking of this analysis will aid the organization and the management to deal with the issues that have been raised in an easy and quick manner as to eliminate any chances of failure or collapse of the business. All the departments of the company have issues that they have pointed out that limit the effectiveness of the operations of the business. This has been through such things as the lack of addressing the grievances that have been raised by the employees. This has had the effect of resulting to a high employee turn overrate in the business. Through this, the business is set to make losses if the trend persists. This is reason why the undertaking of the study is important in the addressing of the issues that have arisen in the operations of the employees in the undertakings in the business. Commonalities and differences of interest have emerged in the operations. Through this study, they have been addressed and the best way to deal with them to the best of the interest of the company. Peter (2002) 1. Design department The respective workers in this department feel let down by the management in the addressing their issues. This is mostly so on matters to do with the pay. The solution that lies for the issues affecting this department can be resolved through the implementation o fully of the unitarist perspective. This is in the meeting of the goals that have been set by each and every person in the department. The management therefore, needs to aid the people in the attaining of the goals that they have set. This will be to the better of the performance of set duties and in a timely manner. The design department elicits traits that are unlike those that are elicited by the fabrication and the assembly department. This is because on its part, the people feel that their creativity. There is therefore no similarity in the attributes of the management with those of the employees. Radical approach Based on the analysis of the operations of the company and this department in particular, there are several issues that have emerged. Based on this the industry has failed in most of the activities as in relation to the management of the staff and the employees. It has as a result of this should put in place measures that are aimed at the development of proper management techniques. This will have a direct impact on the performance of the organization. It will also boost the relationships that exist between the staff and the organization. Through this, it will be forged to greatness in its operations. 2. Fabrication department It is the desire of the employees in the fabrication department to attain the goals and the objectives that they have set. To them, the employment is the key and tool that they will use to direct them to the attaining of the set goals and objectives. Unitarist approach The unitarist approach sees to it that conflicts that are eminent in the operations of a given business are dealt with in an easy and quick manner. This is aimed at bringing together the conflicting parties and creating a bond and relationship between them this will be to the better of the attaining of the set organization and individual goals. On the part of the employees, they feel that their working practices and their chores should be flexible. In this case, as indicated by the staffs in the organization feel that some things such as the breaks should be given to them to boost and to foster their moral and efficiency of undertaking their mandate. (Paul, 2008) Through this, the business will be able to operate with utmost maximum efficiency. However, there are some issues that limit the efficiency in the seeing to it that this perspective is undertaken with utmost efficiency in the business. The first aspect is the absence of the recognition of employees on the skills and the expertise of the managers in the undertaking and supporting of their endeavors. This faults the unitary perspective which underlines that the employees should be aware of the efforts that are put in place by the management in the seeing to it that goal attainment is seen to it and enhanced. The second paradigm that fails this perspective is the lack of an appropriate reward mechanism. Unitary perspective sees to it that the reward system should be designed in such a manner that there is the fostering of commitment and loyalty in the business. The case however is different. 3. Assembly department The assembly department has been found to be wanting in most of their affairs and matters. This is because the system that has been developed ignores some of the grievances that have been pointed out by the employees. They include the degrees of creativity that have been employed by the employees in the undertaking of their routine jobs and activities. Pluralist approach The firm has failed to put in place a proper pluralistic approach to among the staff. This is in the undertaking of staff management activities. The first aspect that it has failed in this is the absence of a specialist who advices the management on the best staff management policies to be put in place. Through the lack of the specialist, the firm has been made to undertake activities and policies which are not to the best interest of the employees. (Rose, 2008) Through this, the conflicts have been present in the operations. The company has also failed to ensure adequate negotiations and agreements with trade unions that manage the staff. The third misgiving of the firm is that it has not sought to look for appropriate external arbitrators to deal with the conflicts that exist between the company and the employees. Through the absence of this, it has gone in its undertakings alone in trying to alleviate the problems that are pertinent. The absence of a third party intervention in the conflict resolution has created a basis and a degree of unfairness in the activities of the company and it has operated in a manner that suits its own welfare and not that of the employees. This has been one of the reasons behind the high employee turnover rate in the operations of the business. There has also not been the encouraging of the activities of the trade unions by the company in all its undertakings. (Saunders, 2003) Radical approach This calls for the encouragement of the use of force in the dealing with the conflicts that are present in the operations of the business. This therefore calls for the trade unions and other staff unions to challenge the employer on the staff management policies that have been put in place. Since the organization has not put I place any mechanism to encourage the welfare of the employees. The employees have lacked an adequate platform to air their grievances. As a result of this, they have sought to terminate the operations with the company. This is the reason behind the high staff turnover rate in the business. (Cooper, 2011) Conclusion and recommendations to all departments Based on the analysis that has been carried out, there are several recommendations as to the factors that should be put in place by the company. This is in order to alleviate and eliminate all the problems that it is currently experiencing in the undertaking of its operations. Through this, it will be able to return to the undertaking of profitable activities that will be favorable to both the employees and the management. It is through these that the firm will excel in its undertakings and operations. This will be to the better of the returns that will be made by the company. Philip, 2003 The recommendations that have been arrived at are based on the conclusive business analysis. They therefore revolve on all the departments of the company. Through this, the company will be able to better manage the staff in all the departments with utmost ease. The first aspect that they should put in place is to enhance recognition of creativity by the employees. This will be done through the rewarding o the employees who use high degrees of creativity in their carrying out of duties. This has the benefit of increasing a high degree and tendency of creativity among the employees. The result of this will be the production of items that have high degrees of creativity in their making. The company should also acknowledge the skills and competencies that are held and possessed by the employees in their undertaking of their duties. This will be towards the improvement of the morale of the employees. The employees should also be allowed to take part in trade unions and other unions which will aid in the creation of a proper ground for addressing of any issues that have arisen in the course of their undertaking of duties. Through this, the business will be set to thrive in its operations. Philip, 2003 The second thing that the company should do is involve the employees in the decision making process. This will be through a shift in the paradigm of decision making from top down to down up. This will motivate them in that they will feel that their decisions and views have been factored in and that they have aided the company in the development process. Through staff involvement in the decision making process, the business will be able to gain and reap some benefits such as new ideas of carrying out of activities. This will aid in return and profit maximization. It will also aid in cost reduction. Efficiency will also be boosted in the operations of the business. (Kaufman, 2004) The company should also engage the employees on morale boosting activities. These are activities that motivate them to work better in their operations. They include motivation sessions with speakers who will aid in boosting the morale of the employees. Through this, the business will be set to thrive in its operations. The company should also seek to reward their achievements. This can be through such things as bonuses and other rewards for good performance. It can also do this through pay increases and promotions for better performance of the employees. Through all the above, the employees will be able to undertake their activities with high degrees of morale. They will be able to undertake more activities and with more efficiency. This will be to the better of the company. (Rose, 2008) References Ackers, Peter (2002). "Reframing Employment Relations: The Case for Neo-Pluralism". Industrial Relations Journal 33 (1): 2–19. doi:10.1111/1468-2338.00216. Bray, M., Waring, P., & Cooper, R. ( 2011). Employment Relations. New York: McGraw-Hill Australia. Ed Rose (2008). Employment Relations. Financial Times/Prentice Hall. p. 96. ISBN 978-0-273-71008-0. Kaufman, Bruce E. (2004) The Global Evolution of Industrial Relations: Events, Ideas, and the IIRA , International Labour Office. Lewis, P., Thornhill, A., & Saunders, M. (2003). Employee Relations: Understanding The Employment Relationship. New York: Financial Times Prentice Hall. Paul Banfield; Rebecca Kay (2008). Introduction to Human Resource Management. Oxford University Press. p. 114. ISBN 978-0-19-929152-6. Philip Lewis; Adrian Thornhill; Mark Saunders (2003). Employee Relations: Understanding The Employment Relationship. Financial Times/Prentice Hall. p. 3. ISBN 978-0-273-64625-9. Rose, E. (2008). Employment Relations. New York: Financial Times Prentice Hall. Read More